A

SUMMER INTERNSHIP PROJECT ON

RECRUITMENT AND SELECTION PROCESS AT CENTRAL MALL,

BHUBANESWAR

SUBMITTED BY

PALLABINEE PARIDA

ROLL NO: 83

REG. NO: 2006284111

(MBA 2020-22)
A Project Report Submitted To BPUT, Rourkela Odisha ForPartial Fulfillment Of The
Requirements For The Requirement For The Award Of Degree Of MBA Program.

Under The Guidance Of

EXTERNAL GUIDE INTERNAL GUIDE

Mr.Kunja Bihari Satpathy Miss. Rupali Paikray

(Department Manager) (Asst. Prof. HR)

ASTHA SCHOOL OF MANAGEMENT, BHUBANSWAR

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DECLARATION

I Pallabinee Parida, a student of Master in Business Administration (MBA) do here by

declare that the facts and finding presented in this report entitled “RECRUITMENT
AND SELECTION PROCESS AT CENTRAL” are true to the best of my knowledge
and belief, which is being submitted under the guidance of Prof. Rupali Paikray (Internal
Guide) ASTHA School of Management Bhubaneswar towards the partial fulfillment of
MBA Degree.

I further declare that this is my own original work which has not been submitted
to any other institutions, organization or university and also not published anywhere else
earlier.

Pallabinee Parida

2
INTERNAL GUIDE CERTIFICATE

This is certify that Miss Pallabinee Parida, a student of MBA of Astha School of
Management, Bhubaneswar has successfully completed her summer internship project
on the topic of ‘Recruitment And Selection Process At Central Mall’. She has worked
on the Summer Internship Project from 01/10/2021 to 30/10/2021her performance
during the project was extremely satisfactory.

Rupali Paikray

Signature

Name of the Guide:

Date:

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COMPANY CERTIFICATE

4
AKNOWLEDGEMENT

I express my deep heartfelt gratitude towards Bhubaneswar Central for having given me an opportunity
to undertake my internship program.

I am grateful to my external guide Mr. Kunja Bihari Satpathy (Department Manager) of Bhubaneswar
Central, for his valuable guidance and sustained encouragement throughout the project.

I would also like to pay my sincere and warmest thanks to all the faculties of MBA, who has patiently
borne my short comings & have been guiding me throughout the project with amazing patience, care
and cooperation.

I extend my hearty thanks to the entire staff of the company.

I express my deep gratitude to Prof. Rupali Paikray my internal guide for the project, whose valuable
guidance and continuous encouragement helped me in the successful completion of the project

I have the privilege to record my deep gratitude to my parents, my sister and friends who have extended
all support to me while pursuing studies in ASTHA SCHOOL OF MANAGEMENT
BHUBANESWAR.

Pallabinee Parida

Reg. No- 2006284111

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PREFACE

It is a great opportunity for me to purse my MBA in Astha School Of Management under BPUT,
Rourkela, Odisha. In the accomplishment of Summer Internship Program I am submitting on a report
on “ Recruitment And Selection Process At Central Mall”. Subject to the limitation of time, effort and
resources every possible attempt has been made to study the matter deeply. The whole project is
measured through the questionnaire, the data further analyzed and interpreted and the result was
obtained. The purpose of this report is to give a brief idea about what has been done in the summer
training. This report comprises of various things and knowledge I have got during my summer
internship at Central Mall Bhubaneswar. The objectives of preparing this report are as follows:

1. To know about the recruitment structure and its policies.

2. To know and study about the selection process.
3. To know the introduction and orientation techniques.
4. To give suitable recommendations.

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TABLE OF CONTENT

CHAPTER CONTENT PAGE NO.

Introduction
 Background of the study
1  Objective of the study 8-10
 Scope of the study
 Research methodology

Company profile
 About future group
2  Vision 11-19
 Mission
 Organizational structure

Theoretical background
 Introduction
3  Recruitment and Selection at central 20-32

4 Data analysis and interpretation of data 33-43

 Data analysis

Conclusion and recommendation 44-48

5  Finding
 Suggestion
 Conclusion
 Bibliography
 Questionnaire

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CHAPTER -1

INTRODUCTION

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Background of the study:

People are the most valuable resources of any organization.They are the key to achieve
corporate Excellence. However, human behavior is marked by non –rationality and
diversity of motives. Therefore managing people in an effective way is the key to
attaining success in any organization. Therefore, Human Resource Management has
assumed greater significance in recent years from the stand point of both individuals as
well as enterprise.

Objectives Of The Study:

 To know about the recruitment and selection process of the organizations.

 To know about the recruitment structure and its policies, also give suitable
recommendation.

Scope Of The Study:

The study is conducted about “ Central Mall” and it’s recruitment and selection process.

Research Methodology:

DESIGN OF THE STUDY: The study was carried out at Central Mall, Bhubaneswar
for the study of Recruitment and the selection process.

DATA COLLECTION AND SOURCES :

The sampling technique adopted for the study in non-probability Random sampling
techniques according to the convenience of the researcher. A questionnaire is designed
on the basis of recruitment process outsourcing. The data were collected from primary
sources.

The data analysis has been done through % method. The conclusion of the project is
followed with summery, conclusion and suggestion.

SAMPLING: Sampling is concerned with the selection of a subset of individuals from

within a statistical population to estimate characteristics of the whole population. Here in
Central Mall the number of employees is the samples. So the total sample size for the
project was 50 employees.

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The sampling technique adopted for the study in non-probability Random sampling
techniques according to the convenience of the researcher. A questionnaire is designed
on the basis of recruitment process outsourcing. The data were collected from primary
sources.

The data analysis has been done through % method. The conclusion of the project is
followed with summery, conclusion and suggestion.

Limitations:

The study may have various advantages but it faces some limitations also like:

1. Sufficient data are not collected.

2. Due to lack of time.

Primary Data

The first hand data is collected through interview and observation method. The data is
collected by observing the working of the HR Department and also by the Departmental
Manager of the organization. It is also obtained by help of staff members.

Secondary Data

The data is collected through secondary sources also. The data is collected through
company website, and various informative website on the internet.

Expected Learning Outcomes:

To gain the knowledge about recruitment and selection process in depth. It contributes to
the development, implementation and evaluation of employee recruitment, selection and
retention plan and processes. It facilitates and support effective employee and labor
relations in both non-union and union environment. It undertakes full and fair
recruitment and selection systematically.

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CHAPTER -2
COMPANY PROFILE

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ABOUT FUTURE GROUP:

Future Group is an Indian private conglomerate, headquartered in Mumbai. The

company is known for having a significant prominence in Indian retail and fashion
sectors, with popular supermarket chains like Big Bazaar and Food Bazaar, lifestyle
stores like Brand Factory, Central etc. and also for having a notable presence in
integrated foods and FMCG manufacturing sectors.

Future Retail (initially Pantaloons Retail India Ltd (PRIL)) and Future Lifestyle
Fashions, two operating companies of Future Group, are among the top retail companies
listed in BSE with respect to assets, and in NSE with respect to market capitalization.

On May 2012, Future Group announced 50.1% stake sale of its fashion
chain Pantaloons to Aditya Birla Group in order to reduce its debt of around ₹80
billion (US$1.2 billion).To do so, Pantaloons fashion segment was demerged from
Pantaloons Retail India Ltd; the latter was then merged into another subsidiary—Future
Value Retail Ltd—and rechristened Future Retail Ltd

Future Group is a corporate group and nearly all of its businesses are managed through
its various operating companies based on the target sectors. For e.g., retail
supermarket/hypermarket chains Big Bazaar, FBB, Food Bazaar, Food Hall, Hometown
etc. are operated by its retail hand, Future Retail Ltd,while its fashion outlets Brand
Factory, Central, Planet Sports etc. are operated via another of its subsidiaries, Future
Lifestyle Fashions. With these many fashion outlets and supermarket, the group also
promotes respectively, its fashion brands like Indigo Nation, Spalding, Lombard, Bare
etc., and FMCGs like Tasty Treat, Fresh & Pure, Clean Mate, Ektaa, Premium Harvest,
Such etc. It also has operating companies to cater specifically to internal financial
matters and consulting within its group of companies.

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 On November 21, 2014, Future Consumer Enterprises Ltd. acquired the 98%
from ActisCapital and other promoters. With that, Nilgiris is a fully owned
subsidiary of Future Consumer Enterprises Ltd (FCEL).

FUTURE LIFESTYLE FASHION LTD:

Future Lifestyle Fashions Limited owns and markets over two dozen fashion brands
through exclusive brand outlets, department stores and multi brand outlets, as well as
company operated chains such as Central, Brand Factory and Planet Sports. It
collectively operates around 400 stores spread over 5 million square feet of retail
space.

FLF is a unique player in the fashion industry that is primed to gain leadership in
building both fashion brands and fashion retailing in India. As an integrated fashion
company with presence across all key segments within the fashion industry, FLF
benefits from operating mature businesses that have built its presence and strengths
for over a decade.

Vision
 To be the leading lifestyle fashion company in India by creating exceptional
brands and shopping experiences that will bring alive the Indian idiom of
fashion.
Mission
 We at Future Lifestyle Fashions aim to create a globally recognized fashion
organization here in India by bringing alive the Indian idiom of fashion. We
thus strive to:
 Be the most preferred fashion destination of India
 Create the most preferred portfolio of fashion brands
 Be as the most innovative, efficient, and profitable retailer

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  Be the preferred employer in the fashion space
 Be the trendsetter in Indian fashion through superior understanding of the
culture, style code, passion and aspirations of Indian consumers
 Create happiness for customers, colleagues, business partners and every
stakeholder.

Central is India's first seamless store and the biggest lifestyle retail brand from
Future Group. It offers discerning shoppers options of choosing from over 1000 best
brands across categories including apparels, cosmetics, fragrances, eyewear,
watches, accessories, sportswear, toys , mobiles, electronics, home and much more
for the entire family. Central stores are large-format stores measuring anywhere
between 60,000 square feet to 2,30,000 square feet and offering over 500 domestic &
international brands across several categories. These stores, often located in
standalone locations also have food-courts, restaurants, supermarkets and electronics
superstores built within. The retail format operates around 2.4 million square feet of
retail space under this brand. Central stores are located in large cities like Mumbai,
Bengaluru, Hyderabad, Pune, Ahmedabad and Gurgaon, as well as smaller cities like
Baroda, Indore, Vizag and Surat.

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ABOUT BHUBANESWAR CENTRAL:
Central Mall in Bhubaneswar is one of the busiest shopping destinations in
Orissa. Bhubaneswar Central is a Brand New Mall in the Capital City of Bhubaneswar,
Odisha.

Bhubaneswar Central mall is 32nd store of the group in India.Some of the big brands like
W, Louis Philliipe, Levis, Aurelia, Crocs etc has already setup their stores. People can
get 500 brands under one roof it can be either ladies western,ethinic, kids clothing, mens
wear, youth, hair accessories, jewellery, watches, cosmetics, sunglasses,footwear and
many more.

Recently Central has welcomed a luxurious brand Tommy Helifiger in its store.Central
provides numerous offers like “ One Day Free Shopping” , Luggage Fest, Shade’s
Festival, Tees for Free and many more to retain its customers.There are nearly 500
employees who takes care of its customers in Bhubaneswar Central.Bhubaneswar
Central being the first retail store in Odisha who hasentered into 100crore club within
one financial year.Bhubaneswar Central is giving a tough competitionto many retail
outlets like Pantaloons, Reliance Trends, Big Bazar and many more. Customer service is
only competitive advantage that has made Bhubaneswar Central so successful today.

ORGANIZATIONAL STRUCTURE
 Mr. Kishore Biyani (CEO)
Kishore Biyani is the founder and Group CEO of Future Group. He is widely
credited as the pioneer of modern retail industry in India. Over the past two decades
he has created and leads some of India's most popular retail chains like Big Bazaar,
Central, Brand Factory, Foodhall, fbb, among others. Over time, various retail chains
like Nilgiris, Aadhaar, Easyday, Heritage, HyperCity and others have also become

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part of Future Group. These retail chains are present in more than 250 cities across
India and attract over 500 million customers footfalls annually. Simultaneously, he
has also led the creation of a wide portfolio of consumer goods brands in fashion,
food and electronics space, that are distributed through the group's retail chains and
various other modern retail networks in the country.

 Mr. Rakesh Biyani (Non-Executive Director)

Mr. Rakesh Biyani, Non Executive Director,Future Lifestyle Fashions has been
associated with Future Group for over 20 years and is actively involved in the
growth of various business formats of the Group. He has led the management and
expansion of the Group’s flagship formats like ‘Pantaloons’, ‘Central’ ‘Big Bazaar’
and ‘Food Bazaar’. Mr. Rakesh Biyani is actively involved in Category
Management, Supply Chain & Logistics Management, Retail Stores Operations and
Information Technology.

 Ms. Avni Biyani(Non-Executive Director)

AvniBiyani is the Concept Head of Foodhall, the specialty food superstore from
Future Group. She formally joined Future Group in 2011 as part of its food business
and over the years has established Foodhall as India’s premium lifestyle food
destination.
Avni is also a part of Future Group’s Integrated Food Strategy Council and is
responsible for ramping up the group's foray into the premium food segment. She has
a keen interest in the fashion & lifestyle businesses of the group and is closely
involved with the launch of India’s first fast fashion brand – Cover Story.
 Mr. Shailesh Haribhakti(Non-Executive Independent Director)
Mr. Shailesh Haribhakti, Non-Executive Independent Director, is a Chartered and
Cost Accountant, and a Certified Internal Auditor, Financial Planner & Fraud
Examiner. During a career span of four decades, he has successfully established and

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led many innovative services. Mr. Haribhakti lends his expertise to several
professional and regulatory bodies, and has played a leadership role across several of
these bodies. He is on the Board of several public limited companies.

 Mr. Bijou Kurien(Independent Director)

Mr. Bijou Kurien is an Independent Director of the Company. Mr. Kurien has been
associated with marquee brands in the fast moving consumer products, consumer
durables and retail industry in India for over 34 years. Currently, he is an
independent consultant and member of the Strategic Advisory Board of L Capital,
Asia (sponsored by the LVMH Group), and also advises several consumer product
companies and mentors a few start-ups. He is also on the Advisory Board of leading
Management Education institutions, the World Retail Congress, and Mentor to the
FICCI Retail Committee.

 Mr. C. P. Toshniwal (Non-Executive Director)

Mr. C.P. Toshniwal, is currently the Non-Executive Director of Future Lifestyle
Fashions Ltd. (FLFL). Prior to his association with Future Group, he worked with
other corporate houses like Donear Synthetics Limited, Orient Vegetexpo Limited
and Control Print India Limited. Mr. Toshniwal has strong domain knowledge of the
Indian Retail Industry with good understanding of Information Technology Systems
and a proven ability in setting up systems and procedures for Robust Management
Accounting.

 Ms. Sharda Agarwal (Non-Executive Independent Director)

Ms. Sharda Agarwal is an Independent Director of the Company. Presently, she is
Co-Founder of MarketGateconsulting (now a Publicis Groupe Company), Director
on MarketGate Dimensions Research (A Publicis Groupe Company) and
Independent Director on Board of Motilal Oswal Financial Services Ltd.”.

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Swot analysis of Central
Strength: Weakness:
 Located at main market place.  Too many offers at times confuse the
 Experienced work force. customer.
 Good promotional plan.  Less mall activities and events.
 Everyday low prices, which attract
consumers, and has a vast investment
capacity.

Opportunity: Threat:
 Promotional offers to attract customers.  Online retailer
 Provide customers with purchase points in  High Competition.
Future pay wallets, which can be redeemed
on any purchases.

Marketing Mix at Central, Bhubaneswar :

Product:
Men’s Wear
Women’s Wear
Kid’s Wear
Cosmetics
Watch
Shoes
Price
Minimum Starting from Price 499/- to more than 10000/-.

Promotion:

Additional 10% instant Discount upto Rs. 1500/- on ICICI Bank Debit/Credit
cards on minimum purchase of 7500/-.
Get American Tourister Cabin Trolley worth Rs.8800/-
Get flat 1000 off for shopping off Rs 5000/-
Get flat 500 off for shopping Rs 2500/-

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Place:

Situated in the main region of Bhubaneswar.

Bhubaneswar Central Plot No. 795, Jnpath Road, Saheed Nagar, Bhubaneswar, Odisha.

CHAPTER- 3
THEORITICAL BACKGROUND

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INTRODUCTION
Recruitment and Selection is an important operation in HRM, designed to maximize employee
strength in order to meet the employer’s strategic goals and objectives. In short, Recruitment and
Selection is the process of sourcing, screening, short listing and selecting the right candidates for the
filling the required vacant positions.

Recruitment is one of the most important parts of HR, as if you get this process right you’re
halfway there, as you have minimized any potential employee’s issues that can arise in future.

However, if the recruitment is not done effectively then this will have wide reaching
implications for the organization long term.

Therefore, it is still quite amazing how often employers can get this process wrong, either
through neglect or ignorance. Even through everyone is aware how important and more importantly
how expensive it is to recruit employees in our current market. The latest statics show that to replace an
existing member of staff it will cost you two and a half times the employee’s salary. Therefore, it is
important that the HR is involved in the entire recruitment and selection process.

Upon completing your job analysis for that role, you will be able to form the basis of your new
or modified job description and person specification. After updating your job description and personal
specification you will be able to start looking at methods of how to attract the right type of candidate
for the role, managing the recruitment and interview process must be conducted in a clear, fair,
transparent and unbiased professional manner.

Employers must be aware that all advertisements placed should be genuine and relate to a job
that actually exists. The adverts should appeal to all selections of the community using positive virtual

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images and wording. It is considered best practice to get another HR colleague to proof read your
advert before you take any action. Employers must ensure that there is nothing discriminatory
concerning age, sex, marital status, sexual orientation etc within the advert. As your advert will have to
adhere to the Human Rights Act (HRA) 1993, the Fair Trading Act and the Privacy Act. Check out the
Department of Labour: Hire Guide or HRINZ Recruitment Guide.

Therefore, it would be recommended and considered best practice to include HR in all

recruitment, selection processes and interviews even through this is not widely practiced in New
Zealand, it is the global trend, as better management of the recruitment advertisement budget and its
accounting can lie with HR.

Screening and skill matching is a specialist HR function. A vast of psychological testing and
skills and competency matching software options are available. Normally, the HR practitioner
accompanies the interview panel with an organizational culture .Check out the HR Tool Kit or HR
Marketplace.

Successful recruitment depends upon finding people with the necessary skills, expertise and
qualifications to deliver organizational objectives and the ability to make a positive contribution to the
values and aims of the organization.

After going through such a lengthy task of recruiting the right person for the job, you will want
to ensure that you keep this person for your organization. Your new employees impression of the
organization will be made on how well they have been treated on their first day at office. It is very
important that someone inducts the new employees can settle in and start contributing effectively to the
organization’s aims, objectives, organizations policies and what is expected of them.

In this dissertation, we will discuss the various aspects of Recruitment and Selection such as the
recruitment process, the factors affecting recruitment, recruitment planning, methods of recruitment,
recruitment interviews, selection process and making an offer.

RECRUITMENT AND SELECTION PROCESS: A CONCEPTUAL STUDY

Recruitment & Selection Process in HRM:
Recruitment and Selection process is defined as the process through which the best individuals are
selected among a pool of applicants for particular positions of job. Mostly managers consider selection
process as one of their critical decision functions in the organization. In selection process, the managers
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actually try to match knowledge, skills & abilities of the applicants with the recruitments of the jobs.
There is no single selection process that can be considered as standard one for all the organizations.

FACTORS EFFECTING RECRUITMENT AND SELECTION PROCESS

Recruitment and Selection Process is supported by a standard and permanent process of
screening. However in some cases the screening process cannot simplify the selection process because
there are certain other factors that influence the selection process. These factors are the environmental
factors and are as follow.

 Legal Considerations: Human Resource Management is influenced by the court

decisions, executive orders & legislation. The management of the organization should use
the legally defensive selection tools in the selection process.
 Speed of decision making: The recruitment and selection process is directly influenced
by the available time to make the decision of selection.
 Organizational Hierarchy: Recruitment and Selection process varies according to the
filling posts of different levels of hierarchy in the organizational structure.
 Applicant Pool: The recruitment and selection process is also influenced by the number
of applicants for a particular job.
 Type of Organization: The type of the organization like government organization, private
or non-profit organization etc, also affects the selection process for the hiring individuals.
 Probationary Period: Certain organization adopts the procedure of probation period in
the selection process to check the potential of the individual on the basis of his
performance.
 Selection Criteria: In most of the cases the applicants are selected on the basis of
following factors or criterion.
 Education
 Competence
 Experience
 Skills & Abilities
 Personal Characteristics

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 In way the applicant that best fits the above criterion is selected rather the one that has extraordinary
skills or over as well under qualified because in such case the later selected person would not properly
adjust in the organization.
STEPS INVOLVED IN RECRUITMENT AND SELECTION PROCESS IN HRM
In typical cases, the selection process starts with the preliminary interview after which the applicants
for the employment are filled by the candidates. The candidates pass through a number of selection
tests, interviews of employment and background check and references. The candidates that are
successful in all the previous steps get physical examination test by the company and if the results are
satisfactory, they are selected. There are several internal and external factors before making a final
decision of selection. Following are the standardized steps of selection process.
1. Initial Screening:
Generally the Selection and the Recruitment Process start with the initial screening of applicants
so that the unqualified ones are drop out at the initial stage. Initial screening is helpful to save the time,
cost and effort of the selection committee in the following steps of the selection process. In this step
certain general questions are asked from the applicants.
Sources used in the Screening Effort
The main source of initial screening is the curriculum vitae of the applicant along with the job
application. Following information in the above mentioned documents.
 Education and Employment History
 Evolution of Character
 Evolution of job performance
Screening Interviews
Screening interviews are employed to
 To verify the accuracy and validity of the information given in the curriculum vitae of the
applicant.
 The duration of these interviews is quite short.
Advantages of successful screening
When the initial screening step become successful, the removing applicants does not proceed to the
next step of the selection process because they do not meet the minimum recruitments. Secondly the
selection costs of organization are much reduced through proper screening of the applicants.
2. Application Blank

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The person’s application for employment is formally recorded in the shape of application blank. In the
next step of the selection process, an application form for the employment is completed by the
prospective applicant. The information contained in the application blank differ from one organization
to another organization and in job posts, it may very even within the same organization.

3. Pre-employment Test
The physical and mental abilities, knowledge, skills, personal characteristics and other aspects of
behavior can be effectively measured through the pre-employment tests. For this purpose there are
hundreds of test can measure the different aspects of human behavior.
The advantages of application of tests in the selection process is that it can ensure the potential and
qualified candidate selection from a pool of applicants for a job.

Characteristics of Well Designed Test

A well designed selection test has the following characteristics.
 Standardization
 Objectivity
 Norms
 Reliability
 Validity

Kinds of Pre-employment Tests

As individuals varies on the basis of cognitive abilities, job knowledge, vocational interests, psycho-
motor abilities and personality etc. So, all these factors are measured through a set of different pre-
employment tests which are as follow.

Cognitive Aptitude tests

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In this test ability to learn and perform a job by an individual is judged. The
abilities related to job are as follow.
 Verbal
 Reasoning
 Numerical
 Perceptual Speed

 Spatial
Psycho – Motor Ability Test
In this test, the coordination, strength and dexterity of an individual is judged. Other abilities to
routine office jobs and production jobs can also be measured through these tests.
Job Knowledge Tests
This test is used to measure the knowledge of the person about the duties of particular job.

Work Sample Tests

A set of tasks that represent a job are identified in this test through which the productivity level, ability
to face adverse conditions by the applicants are judged.
Vocational Interest Test
This test identifies the occupations that are preferred by candidate and that can provide maximum
satisfaction.
Personality Test
These tests are not considered to be reliable and valid as compared to other pre-employment tests
because these tests require external psychologist who interprets the result of the subjectively.
Drug and Alcohol Tests
For the security, productivity and safety of the workplace drug testing programs are used as pre-
employment tests.

4. Job Interviews
In the interview, the interviewer and applicant exchange information in order to achieve a goal through
conversion. The employment interviews are conducted during the selection process through proper
planning. The pleasant location of the interviewing place is selected and the interviewer has the good

25
personality with empathy to communicate and listen effectively. A job profile must be prepared on the
basis of job description before conducting interview.
 Occupational Experience
 Academic Achievement
 Interpersonal Skills
 Personal Qualities
 Organizational Fit

Types of Interviews
The interviews are generally categorized into the following three types.
Unstructured Interview
In unstructured interviews open ended questions are asked from the applicant in order to perform
probing. It is generally non-directive in nature and applicant is encouraged to give lengthy answers .

Structured Interview
In structured interview, a list of related questions associated to particular job are asked from each
applicant in a consistent manner. It is directive or patterned in nature and includes the following four
kinds of questions.
 Situational Questions
 Job Knowledge Questions
 Job-Sample simulation Questions
 Worker Recruitment Questions
Mixed Interview
It is a special kind of structured interview in which specially designed questions are asked from the
applicant to probe his past behavior in specific situations. It does not include the self-evaluative and
hypothetical questions and inhibits to judge the personality of the applicant. The candidates are rated on
the basis of their responses in the light of the bench marked answer of successful employees.
Methods of Interviewing
Following are the main ways of conducting interviews.
01-One-on-One Interview
02- Group Interview

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03-Board Interview
04-Stress Interview

5. Back Ground Checks

The accuracy of the application form of the candidate is verified through reference and former
employer. The educational, criminal record and legal status to work are verified. Personal reference of
applicant of applicant are contacted to confirm the validity and accuracy of the provided information.
Effort is made to know the past behavior of the employees to the employees to that the future behavior
can be predicted from it. Background checks assist the selection committee in dropping the applicant
that have past insubordination issues, attendance problem, theft or special behavioral problems. The
level of responsibility of the new job directs the intensity of the background investigation.
6. Conditional Job Offer
After going through all the previous steps of selection process, there comes the most important step
of the selection process, there comes the most important step of the selection process in which the
decision of hiring is made. The applicant that best meets the requirements of the job is selected. At start
conditional job letter is issued which must be followed by medical exam.
7. Medical Exam
When the conditional job letter is issued the next step of the selection process starts in which the
physical/medical examination of the selected candidate is conducted. The medical exam of the
candidate is essential to check either he takes the drugs or not. If he passes the exam, he would be
finally selected for the job.
8. Final Selection Decision
After passing the medical exam by the candidate, the final offer for the job is made to the candidate by
the relative department.

RECRUITMENT PROCESS
‘‘Recruitment is the Process of finding and attracting capable applicants for employment. The Process
begins when new recruits are sought and ends when their applications are submitted. The result is a
pool of application from which new employees are selected.’’

The Recruitment Process:

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The recruitment process begins when you know you need someone new in Department, either because
an existing staff member has left, or because there is new work to be done. It doesn’t finish until after
the appointment has been made

The main stages are identified in the below flow chart-

Identify Vacancy
Prepare Job Description and person Specification
Advertise
Managing the Response
Short-listing
References
Arrange Interview
Conduct The Interview
Decision Making
Convey The Decision
Appointment action

PRE-INTERVIEW
# Preparation of recruitment / selection document for the position.
# Advertising
 Preparing advertisement

 Media selection
 Positioning

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 #Response handling
 Initial Interview online or telephone
 Short-listing for interviews
 Interview arrangement
 Sending emails or calling short listed candidates
 Interview details to the short listed candidates
# During Interview
 HR Interview
 Technical interview
 Conducting test [Aptitude / Mathematical /Analytical etc. ]
 Initial final list of candidates.
 Reference check (if required)

SELECTION METHOD
MEANING OF SELECTION:
Selection is the process of picking up individuals ( out of the pool of job applicants ) with
requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection
is as under.
Definition of Selection: Process of differentiating
‘’Selection is the process of differentiating between applicants in order to identify and hire those with a
greater likelihood of success in a job.’’

Difference Between Recruitment and Selection:

RECRUITMENT SELECTION
1. Recruitment refers to the process of 1. Selection is concerned with picking up the
identifying and encouraging prospective right candidates from a pool of applicants.
employees to apply for jobs.
2. Recruitment is said to be positive in its 2. Selection on the other hand is negative in its
approach as it seeks to attract as many application in as much as it seeks to eliminate
candidates as possible. as many unqualified applicants as possible in
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 order to identify the right candidates.

PROCESS / STEPS IN SELECTION:

1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference and Background Checks
5. Selection Decision
6. Physical Examination
7. JobOffer
8. Final Selection
APPOINTMENTS

Candidates who are selected for appointment will be issued with an offer of appointment which inter-
alia, will incorporate the following –
a) Initial basic pay with scale of pay and the grade to which appointed.
b) Provisions regarding probation.
c) Notice period for termination or resignation.
d) Place of positioning.
In the offer of appointment sent, the candidate will be required to produce the following documents at
the time of joining.

a) Two copies of bio data form.

b) Medical fitness form.
c) Character certificate from two gazetted officers.
d) Dependant list.

AGE
No person will be employed in the service of the corporation unless he/she completes 18 years of age.

MEDICAL EXAMINATION

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No Persons shall be appointed in the service of the corporation unless he/she submits a medical
certificate of fitness and declared fit for employment by the Medical Officer of the Corporation or any
other medical authority not below the rank of Assistant Surgeon of the State Government.

ALLOTMENT OF EMPLOYEES CODE NUMBER: All employees of the Corporation

shall be allotted Employee Code Number.

Induction:
As soon as the employee is recruited, the first step relates to induction or orientation.

Induction is a process of guiding or familiarizing a new employee to his job, his fellow workers and his
surroundings.

Literature Review
Recruitment:

According to Yoder " Recruitment is a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force."

According to Edwin Flippo, "Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the organization".

According to DeCenzo and Robbins: "Recruitment is the process of discovering potential candidates
for actual or anticipated organizational vacancies. Or from another perspective, it is a linking activity
bringing together those with jobs to fill and those seeking jobs."

According to Plumbley: "Recruitment is a matching process and the capacities and inclinations of the
candidates have to be matched against the demand and rewards inherent in a given job or career
pattern."

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Selection

Dale Yoder has defined, "Selection is the process by which candidates for employment are divided into
two classes those who will be offered employment and those who will not";

M. Ataur Rahman, "Selection is the screening and filtering process of job applicants who have been
invited to apply for the vacant positions through which the process comes to an end".

M.J. Jucious has defined, "The selection procedure is the system of functions and devices adopted in a
given company for the purpose of ascertaining whether or not candidate possess the qualifications
called for by, a specific job".

Heinz Weihrich and Harold Koontz have defined, "Selection is the process of choosing form the
candidates, from within the organization or from outside, the most suitable person for the current
position or for the future positions"

Stone defines selection as the process of differentiate between applicants in order to identify (and hire)
those with a greater like hood of success in a job.

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CHAPTER- 4
DATA ANALYSIS AND INTERPITATION

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DATA ANALYSIS:

1. 1.Do you think organization is using satisfactory method of interview ?

YES NO
89% 11%

YES
NO

Interpretation:

From the above figure found that out of 50 employees said yes (89%) and (11%) said no
about the satisfactory method of interview.

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2. Are you satisfied with the recruitment process by which you are selected?

NO
80% 20%

NO
20%

YES
80%

Interpretation:

From the above figure found that out of 50 employees said yes (80%) and (20%) said no
about the recruitment process of the organization.

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3. Is the organization doing timelines recruitment and selection process?

YES NO
75% 25%

80% 75%
70%
60%
50%
40%
30% 25%
20%
10%
0%
YES NO

Interpretation:

From the above figure found that out of 50 employees said yes (75%) and (25%) said no
about doing timeliness recruitment and selection process.

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4. Do you think organization looks for experienced employees in selection?

YES NO
85% 15%

90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

Interpretation:

From the above figure found that out of 50 employees said yes (85%) and (15%) said no
about the organization looks for experienced employees in selection.

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5. Do you think your organization is biased on the recruitment and selection
process?

YES NO
10% 90%

90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

Interpretation:

From the above figure found that out of 50 employees said yes (10%) and (90%) said no
about the bias recruitment and selection process of the organization.

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6. Does the organization clearly mentioned the job description to the candidate for the
recruitment process?

YES NO
95% 5%

YES
NO

Interpretation:

From the above figure found that out of 50 employees said yes (95%) and (5%) said no
about the Job description to the candidate for the recruitment process.

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7. Is internal hiring helps in motivating the employee?

YES NO
92% 8%

YES
NO

Interpretation:

From the above figure found that out of 50 employees said yes (97%) and (3%) said no
about the helping of internal hiring process to the employee.

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8. Is the resume screening and shortlisting method used by the organization?

YES NO
70% 30%

NO
30%

YES
70%

Interpretation:

From the above figure found that out of 50 employees said yes (97%) and (3%) said no
about the resume screening and shortlisting method of the organization.

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9. Does the department is efficient Selection policy of the Employees?

YES NO
89% 11%

YES
NO

Interpretation:

From the above figure found that out of 50 employees said yes (89%) and (11%) said no
about the Selection policy of the employees.

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10. Does the HR M aintains an adequate pool of quality “ Protected Class” Application?

YES NO
97% 3%

NO

YES

Interpretation:

From the above figure found that out of 50 employees said yes (97%) and (3%) said no
about the HR maintains an adequate pool of quality “protected class” application.

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 CHAPTER- 5

CONCLUSION
AND
RECOMMADATION

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Findings:
 The recruitment and selection procedure is primitive. During sales, there need to hire a lot of
temporary staff and the recruitment and selection for these staff is referral primitive.
 Central is having strong position in Odisha.
 In Central mall, new employees are given an orientation of one day at the Head Office.

 This orientation includes information about Future Group, the way of life at Future Group, their
beliefs, values, etc.

 However the orientation programe does not enlighten the employee about the work process.
They are supposed to learn their work, through On the Job Training method.

 Employees get overall satisfaction with the Company.

Suggestion:
They should go for the external recruitment drive.

There is a need to conduct and follow up and evaluation of the induction. It is desirable to have follow
up at least after one week bythe Departmental Manager or team leader and after one month by the HR
representative.

CONCLUSION:
Recruitment and Selection are not only an internal part of an organization but also that provides a
complete picture for the entire organizational physical structure.

There is a huge potential for HR in retail.

Organizations should not only pay attention to managing business but should also give adequate
attention to managing people.

The HR department has to change in many ways. It needs to attract talented people who will be
committed, involved in their work, will achieve high levels of performance and deliver excellent value
for money.

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 BIBILOGRAPHY

 Human Resource Management by L.M Prasad.

 Organizational Behavior by Stephan P.Robbins.
 Human Resource Development by SC Agrawal

WEBSITES
 www.centralmall.com
 www.centralbbsr.com
 www.google.com
 www.wikipedia.com

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QUESTIONNAIRE

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